Disability Diversity in the 

Workplace

Tips for Employers

Erica C. Jones

Director

PACIFIC ADA & IT CENTER

(Pacific DBTAC)



Who We Are

We are the ADA and IT Center for the Pacific Region 
(Federal Region 9).

Our Mission

…to build a partnership between the disability 
community and the general public to promote full and 
unrestricted participation in society for persons with 
disabilities through education and technical 
assistance.


What We Do

We provide training, materials, and technical 
assistance on the Americans with Disabilities 
Act (ADA) and Accessible Information 
Technology (IT) to:

•Businesses
•Persons with disabilities
•State and local governments



Objectives

1.Discuss the changing workforce demographics 
and explain the importance of diversity 
inclusion of employees with disabilities.
2.Describe key elements
3.Discuss strategies for making the diversity all 
inclusive 
4.Employer Models



Disability Demographics

..According to the U.S. Census 
Bureau, between 1990 and 2000, the 
number of Americans w/ disabilities 
increased 25%.
..Out of 70 million families in the 
United States, more than 20 million 
families have at least one member 
with a disability.



Disability Demographics

..2000 Census –53 million Americans 
..1 in 5 individuals has a disability
..2010 Projected Census 
..1 in 3 individuals has a disability
..Aging leads to disability –baby 
boomer generation reaches 55 
plus

Ethnic Minority Demographics

..All Employees 43,995,543
..White 31,141,848
..Minority 12,853,695
..Black 6,177, 400
..Hispanic 4,547,834
..Asian/PI 1,873,998
..AMID/Alaskan 254,463



Diversity

..Diversity is not a problem to be managed 
away, but rather an opportunity to develop 
greater personal and organizational 
effectiveness.



Revisit Diversity

..Most agree that cultural diversity 
(including disability) in the workplace uses 
our country’s skills to its fullest.
..The reality of the situation is that it hasn’t 
happened and progress remains slow.
..Even with the inception of the ADA 2/3 of 
people with disabilities are not working



Disability Job 
Accommodations

..Job accommodations can increase the 
pool of qualified employees.
..Job accommodations can create 
opportunities for persons with functional 
limitations.

Company Benefits from Accommodating 
Employees with Disabilities

..Hired or retained a qualified employee 56%
..Eliminated cost of new employee training 31%
..Saved insurance costs 38%
..Increased the worker’s productivity 54%
..Other 25%
Note: This total is over 100% as companies often experience more than one benefitSource: Job Accommodation Network (JAN)

Accommodation Costs 

Reported by Businesses

..No Cost19%
..Between $1 and $50050%
..Between $501 and $1,00012% 
..Between $1,001 and $2,0007%
..Between $2,001 and $5,0009%
..Greater than $5,0003%


Source: Job Accommodation Network (JAN)


Who is Covered?

..Individuals with physical or mental 
impairments that substantially limit one or 
more major life activities;
..In the presence of mitigating measures
..(Review state law)
..Individuals who have a record of such an 
impairment;
..Individuals who are regarded as having 
such an impairment



..Able to perform the essential functions 
with or without reasonable 
accommodation;
..Meets the requisite skill and qualification 
standards


“Qualified”Individual with a 
Disability

Qualification Standards

..Must be job related and consistent with 
business necessity
..May not discriminate on the basis of 
disability
..Limiting, segregating and classifying on 
the basis of disability is unlawful



REASONABLE 
ACCOMMODATION

..Modification or adjustment to a job, 
the work environment, or the way 
things usually are done.



When is it required?

Reasonable accommodation is required in 
three areas: 

..application process
..performance of the essential functions 
of a job
..enjoyment of equal benefits and 
privileges of employment



Principles of

Reasonable Accommodation

..Effective reasonable accommodation 
process must be interactive (employer and 
applicant or employee)
..A reasonable accommodation must be an 
effective accommodation.
..The reasonable accommodation obligation 
applies only to accommodations that reduce 
barriers to employment as they relate to an 
individual’s disability.



Principles of

Reasonable Accommodation

..A reasonable accommodation need not be 
the preferred accommodation as long as it 
is effective. 
..An employer is not required to provide an 
accommodation that is primarily for 
personal use.
..ADA requirements do not prevent an 
employer from providing accommodation 
beyond what is required by the ADA.



Disclosure of Disability and 
Accommodations

..Disclosure is not required unless a specific 
accommodation is being requested.
..Employers may not ask about the need for 
an accommodation via questions on the 
application



Forms of Reasonable 
Accommodation

..Job Restructuring
..Modified or Part-Time Schedule 
..Modification of Policy or Procedure
..Purchase or Modify Equipment 
..Auxiliary Aids and Services 
..Reassignment to Vacant Position




Job Restructuring

..Reallocating or redistributing marginal 
job functions that an employee is 
unable to perform because of a 
disability
..Altering when and/or how a function, 
essential or marginal, is performed.



Modified or Part-Time Schedule

..Adjusting arrival or departure times
..providing periodic breaks
..allowing use of accrued paid leave
..providing additional unpaid leave



Modification of Policy or 
Procedure

..Modify dress code to accommodate use of 
specialized shoes or other clothing due to 
disability or ethnicity
..Allow individual to “do things differently”
than everyone else does as long as it 
does not pose an undue hardship or 
fundamentally alter the nature of the 
activity
..Allow service animal in the workplace



Purchase or Modify Equipment

Product Picture
Auxiliary Aids and Services

..Sign Language Interpreters
..Real-time captioning
..Assistive Listening Devices
..Telephone Amplifier
..TTY
..Large Print/Braille/Audio



REMEMBER:

..Accommodation is a dynamic process and 
additional accommodations may be 
needed due to change of duties, changes 
in the individual’s condition, etc.



Tax Benefits

..IRS Code 44 (Credit)
..30 employees or less OR annual gross 
receipts of less than $1M
..50% of expenditures between $250 and 
$10,250 (Maximum $5,000 year)
..IRS Code 190 (Deduction)
..$15,000 per year for removal of 
architectural and communication 
barriers

Resources for More Information

Pacific ADA and IT Center

800-949-4232

www.pacdbtac.org

Equal Employment Opportunity Comm.

800-669-4000

http://www.eeoc.gov

Job Accommodation Network

800-526-7234

http://www.jan.wvu.edu

IRS (Tax Credits/Deductions)

800-829-4933

www.irs.gov


Still Have Questions?

CONTACT US:

By telephone

800-949-4232 (v/tty)National

510-285-5600 (v/tty)California

510-285-5614 (fax)

By e-mail

adatech@pdbtac.com

By internet

www.pacdbtac.org



Disability Diversity in the 

Workplace:

Walking the Talk

Text Box: Valerie McCann Woodson
Human Resource Manager
Public Health Institute

..Philosophy


..Policy


..Practices



Philosophy

..Every person has the necessary resources 
available to do their job most effectively
..Work processes that are beneficial to one are 
usually beneficial to the whole
..Deliberate in eliminating institutional 
discrimination




Policy

..“will not discriminate against any employee or 
applicant for employment because of race, 
color, religion, sex, national origin, ancestry, 
age, marital status, physical or mental disability, 
…and will take affirmative action to ensure that 
applicants are employed and employees are 
treated during employment without regard to 
these characteristics.”Personnel Policy Manual




Practices

..Recruitment
..Job Descriptions: Fair and Accurate
..Advertisement strategy includes disability organizations 


..Hiring
..Nondiscriminatory
..Careful/Thorough


..Employment
..Acceptable Accommodations
..Job Analysis 
..Communication




Benefits

..Higher skill level –not missing out on potential high 
contributors because of discriminatory practices


..Universal Accommodations -increased accessibility 
and flexibility for all


..Corporate culture –broader view of inclusion and 
improved understanding in dealing with customer base 
(1/5 have a disability)


..Compliance 




Disability Diversity 
in the WorkplaceWells Fargo Wells Fargo WorkWorkAbilityAbilityLinda Watkins,Linda Watkins,WorkWorkAbilityAbilityConsultantConsultant

Disability Diversity in the 
Workplace

..Wells Fargo Diversity Vision Statement
..Defining the Challenge / Creating the 
Response
..Action to Support Vision
..Referral Process
..Value of Including Disability in Diversity
..External Resources



Diversity Vision Statement

Wells Fargo team members should 
expect to work in an environment 
where each person feels valued for 
individual traits, skills and talents, and 
has the opportunity to fulfill ambitions 
and contribute to success in the 
company.


Defining the Challenge

Creating the Response 

Drivers in the 1990’s

..ADA / Compliance Issues –New Hires & Existing 
Team Members
..Mergers and Acquisitions
..Disability Program Coordination (Short-term 
disability, long-term disability and Workers’Compensation)
..People as a Competitive Advantage (PACA)


Disability Management Services .Work 
Accommodation Dept .WorkAbility


Action to Support Vision

Wells Fargo is committed to the interactive accommodation 
process and WorkAbilityhelps coordinate this process.

..WorkAbilityprovides stay-at-work and return-to-work 
opportunities for team members with conditions or 
restrictions which may impair their ability to fully perform 
job functions
..WorkAbilityassists in evaluating and implementing 
accommodation solutions for new hires
..WorkAbilityhelps educate managers regarding 
compliance and accommodation successes



Referral Process

..Nearly 40% of the requests for assistance 
come directly from team members
..Supervising managers, human resources 
consultants, Employee Assistance 
Consulting (EAC), and employee relations 
professionals may also contact 
WorkAbility



Value of Including Disability in 
Diversity -Examples

..Recruitment –removing barriers to hiring 
the best qualified candidates 
..Return-to Work –helping team members 
return to productive work after onset of a 
disability
..Retention –formal job search programs to 
retain skilled, experienced team members 
with disabilities



Disability in Diversity Examples

..PACA –demonstrating that all team 
members are valued, appreciated and can 
contribute to competitive advantage
..Outstanding Service –enabling us to 
better serve our customers and 
communities
..Compliance –satisfying state and federal 
legal obligations



External Resources

..JAN
..ADA Technical Assistance Centers –
Pacific ADA & IT Center
..State Rehabilitation Agencies
..Advocacy Groups
..Vendors



Still Have Questions?

CONTACT US:

By telephone

800-949-4232 (v/tty)National Number

510-285-5600 (v/tty)California

510-285-5614 (fax)

By e-mail

adatech@pdbtac.com

By internet

www.pacdbtac.org